Total Rewards Group 1 Pretest

Total Rewards

Management

Business

Human Resources

None of the above

True

False

A compensation plan that includes a straight salary and a commission

An incentive payment that is supplemental to the base wage

Guidelines for awarding merit raises that are tied to performance objectives

A bonus incentive plan using employee and management committees to gain cost-reduction improvements

An incentive plan under which employees receive a certain rate for each unit produced

An incentive plan under which employees receive a certain rate for each unit produced

A bonus incentive plan using employee and management committees to gain cost-reduction improvements

Any procedure by which an employer pays, or makes available to all regular employees, in addition to base pay, special current or deferred sums based on the profits of the enterprise

A compensation plan that includes a straight salary and a commission

Special nonmonetary benefits given to executives; often referred to as perks

Measurement is key

Develop employee skills and capabilities

Incentives to encourage employees

Personal opinions

All of the above are aspects of general performance

Merit raises will not serve to motivate employees when they are seen as entitlements, which occurs when these raises are given yearly without regard to changes in employee performance.

Merit raises are not motivational when they are given because of seniority or favoritism or when merit budgets are inadequate to sufficiently reward employee performance.

To be motivational, merit raises must be such that employees see a clear relationship between pay and performance, and the salary increase must be large enough to exceed inflation and higher income taxes.

All of the above are true about merit raises

Clear goals

Cost Reductions

Total Quality Management

Being aware of company value and wants

All of the following are aspects of performance planning